Work Motivation

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Work Motivation
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Work Motivation

• Definition
• Internal State that directs individuals to
  certain goals and objectives
• Not directly observable
• Inferred from behavior
• variability in behavior is not result of
• differences in ability
• situational (environmental) factors

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Work Motivation

• Theories of Work Motivation
• Internal (Content) Theories
• Identify factors within an individual that
  energize, direct, sustain, and stop behavior.
• External (Process) Theories
• Describe how personal and situational
  (environmental) factors interact and influence
  each other to produce certain kinds of behavior

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MASLOWS HIERARCHY OF NEEDS
ACTUALIZATION
ESTEEM
SOCIAL
SAFETY
PHYSICAL
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McClellands Learned Needs

• Need for Achievement
• a need to accomplish goals, excel, and strive
  continually to do things better.
• Need for Affiliation
• desire for friendly and close interpersonal
  relationships
• affiliative interest
• affiliative assurance
• Need for Power
• the need to influence and lead others and be in
  control of ones environment
• socialized power
• personalized power

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Equity Theory
We are motivated by perceived inequity
(unfairness) Perceived inequity creates a state
of unpleasant tension that we are motivated to
reduce How do we perceive inequity
(unfairness)? According to Adams, inequity is
perceived when our perception of the ratio of our
Inputs to Outputs is different from that of a
comparison other . An example
Larry
Moe
Curly
our perception
Inputs amount of work, KSAs, experience
Outputs pay, promotions, perqs
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Reducing Inequity

• Change your inputs
• Change your outputs
• Change your comparison other
• Alter your perceptions

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Expectancy Theory
Valence - attractiveness of the outcomes to
employees
Instrumentality - strength of belief that
performance results in outcome attainment
Job outcomes (e.g., pay, promotions)
Expectancy - strength of belief that effort will
result in successful performance
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Expectancy Theory (Vroom, 1964)

• Five Components
• Job outcomes (e.g., pay, promotions)
• Valence - attractiveness of the outcomes to
  employees
• Instrumentality - strength of belief that
  performance results in outcome attainment
• Expectancy - strength of belief that effort will
  result in successful performance
• Force - amount of pressure within the person to
  be motivated

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Goal Setting Theory

• Function of Goals
• basis of motivation
• direct behavior
• For goals to be effective
• individuals must be aware of goals
• must accept the goals
• Factors that influence effectiveness of goal
  setting
• goals must be specific
• goals should be difficult but attainable

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Herzbergs Two Factor Theory

• Hygiene Factors
• salary
• company policy
• physical facilities
• administration
• working conditions
• co-worker relations

• Motivators
• challenge
• autonomy
• advancement
• recognition